The Effect of Recruitment on Performance in Organizations: A Comparative Study Between Developed and Developing Economies

People are power-house as they offer values, perspectives and work towards achieving the organizations’ strategic goals and objectives, human resource or rather personnel are the most indispensable assets that help to sustain the organizations in this turbulent and dynamics world of today. Organizations need people to achieve their objectives, but not all people are needed, thus, it is only through effective recruitment process organizations can have the consummate, experienced, competence, skilled and knowledgeable employees who will effortlessly executive their strategic policies for organizational performance, having these endowed workforce in the employment positions of organizations will omen a competitive advantage and edge for enhancing performance, as all other assets in organizations are imitable except the competent workforce. Hence, the broad objective was examined recruitment precepts and the influence of job analysis, interview, hiring policy on organizational performance, in comparison nature , between developed and developing countries. The study utilized available secondary data, content analysis was adopted as bases for comparison and Resource-based theory (RBT) adopted as Theoretical framework. The study concluded that there is positive significance effect of recruitment on organizational performance, however inversely in developing countries, it further recommended among others that management of organizations in developing countries should consider merit in recruitment instead of primordial factors of political patronage, acquaintance, nepotism and relationship. This will undoubtedly facilitate a pool of competent workers in the organizations, resulting in good performance results. Keywords: Recruitment, Developed, Developing Recruitment Policy, Screening, Interview, Job Analysis, Organizational Performance, Human Resource.